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The Difference Between A Great Leader And A Regular Manager

The Difference Between A Great Leader And A Regular Manager

That’s kind of a funny title to me, honestly. The difference between a great leader and a regular manager—as if the two are actually similar. Like asking, “what’s the difference between an orange and a tangerine?” A leader and a manager are so entirely different from each other, in my opinion. More like an orange and a shovel!

But this question is asked because there is a perception that they’re similar. A false perception. So many people are so used to a corporate hierarchy that they assume that their superior—their manager—is also someone they should follow and look up to. And a lot of managers automatically assume that their status makes them a leader, that people should look up to them and hold them in high regard.

All that is completely wrong and makes no sense. You have little say in who is assigned to be your manager, but you choose who you are going to follow. A manager of a department is just a title—it’s just another name for someone who was given a certain amount of authority over other employees. Yet, any one of those employees could be a leader.

It also greatly matters what area of life we’re talking about. For the sake of this article, we’re going to look at the traditional manager as leader in a company. Keep in mind, though, that this extends to all areas of life, like being a leader within your family and community, or being a leader within your circle of friends and with your hobbies.

As an online marketer, I can’t simply manage. With my colleagues, clients, and contractors, there is very little room for simply telling them what to do. I have to back everything up with my actions, my performance, and my integrity. Being an entrepreneur has required that I learn how to lead, and fast.

My many years in the corporate world gave me many lessons on the friction created when people think of being a leader as an assigned title, as opposed to an earned status that has to be backed up by daily actions.

If you’re a manager at your company, how can you become a better leader? As an employee, what traits do you look for in a leader that distinguishes them from just a manager? Let’s look at some key points.

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1. A great leader connects daily work with greater goals, rather than focusing on short-term results.

The larger the company, the easier it is to lose site of greater goals. Even at the largest, most successful companies in the world, you will find within them a series of departments doing the same tasks day in and day out. Microsoft, Google, Virgin Inc., all have budget and accounting departments, operations, and IT departments. In just about every company in every industry, the purpose of those jobs is pretty much the same.

When I used to work in investment banking and trading, I often had this empty feeling that my work was just getting lost among the mass of work throughout the company. I’d hand it in by a certain deadline, and I’d rarely hear anymore about it. Who did it actually go to? Who actually looked at it and relied on it? How did it actually contribute to the company as a whole and what goals did it serve?

Every goal, no matter how great, has to be broken down into smaller goals, daily goals, and eventually actionable steps. These actionable steps make up an employees job description and duties. But how often are employees reminded of why they’re doing what they’re doing?

It’s that employee’s job to go in each day and take care of those assigned duties. It’s the manager’s responsibility to make sure that his team is completing all of the assigned duties.

A leader, however, keeps that greater goal in mind. A leader is aware of how this seemingly boring and repetitive work is contributing to and accomplishing a greater goal. A leader knows that success is boring, that it is made up of consistency and discipline.

A manager focuses on making sure all the daily work is done, which is his job and makes him look good and will eventually lead to a promotion. A leader does all that, but at the same time, makes sure his employees are aware of their contribution to the greater goals.

2. A great leader thinks of people as people instead of seeing only titles and organization.

A manager can justifiably only look at his job as managing a department. Everyone’s title gives him a clear summary of what they do and what to expect from them, including himself. A manager has a place in an organization and he/she is either looking to remain in that capacity successfully or move up higher within the company.

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Within that context are actual employees with lives and feelings of their own. A leader is aware of that on a regular basis. Knowing who your employees are, their strength and weaknesses, their aspirations and fears, their dreams and passions is an intangible but very valuable asset. It allows you to organize the work within your department to everybody’s strength. It allows people’s self confidence to grow.

When people feel appreciated and valued, their energy level goes up. Their pride and sense of integrity in their work goes up. Not just for themselves but because they also care how they reflect on their manager.

3. A great leader is excited about members’ achievements instead of feeling threatened.

A manager is also an employee, with his own goals and motives. Everyone wants to get ahead and be recognized for their achievements. As a manager, that position often means that you get recognized and congratulated for the success of your department, which is fair enough because the functioning of the department is the manager’s responsibility.

At the same time, it is possible for a member of the team to be individually recognized for a job well done.

There are two courses of action here for both scenarios above. Unfortunately, the more common scenario is that the manager will accept the praise and recognition for the performance of the department and pat himself on the back for being a great manager. And when a member of his team is recognized for their accomplishments and contributions without him, there will be a natural reaction of feeling threatened. After all, an employee moving up could mean him moving down.

A leader won’t look at it that way. A leader will immediately remind the organization that it was the work of the individuals that allowed his team to perform so well. They made his job easy, and the recognition should go to them, by name.

A leader will be the first one to stand up and shout “congratulations!” to a team member without any feeling of threat. Why? Because a leader revels in the success of others and knows that pulling other up is how he will succeed, not by keeping others down.

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4. A great leader feels responsible when members make mistakes instead of blaming the team.

Accepting responsibility is one of the more undervalued traits out there. Sure, we can all agree that it’s admirable and everyone should do it, but easier said than done, which is why it can be so hard to teach! It has to be taught by example—so if it’s easier said that done, who’s doing the teaching?

A manager locates the source of a mistake and blames that person—which is fine; a person should accept blame for their mistakes and strive to do better next time. But the manager is also the representative and advocate for this team. So when he blames his team for a mistake to people outside of the team, two things can happen. First, it makes his team look bad. Second, his team can lose trust and respect for him because they now know that he won’t advocate for them and is putting himself first.

A leader, however, sees the performance of his team as his responsibility. Since their work reflects on him, he accepts responsibility for their performance. Mistakes are part of human nature, but they can also reflect a problem with the system that the team functions within. Why was the mistake made, and how can it be prevented in the future? What can the team improve? These are the concerns that come to a leader’s mind. While he will be aware of who made the mistake and why, he will not announce it to the world. Instead, he will accept responsibility for what happened.

A leader leads by example. By accepting responsibility for the mistakes of his team, his team will learn to accept responsibility for their work and naturally be more thorough in the future. This small gesture also helps his team members improve the quality of their work and, therefore, their careers—which, as we know, a leader cares about.

5. A great leader is more concerned with the process than the results.

What’s more important: the result or the process? Every company or organization is going to be concerned with the bottom line, of course. Results have to be seen in order for goals to be achieved. A manager is keenly aware of what work needs to get done and the deadlines that apply. A manager has to show results and will be held accountable for them. So it’s in a managers best interest to demand and expect results from his team.

If you look at the bigger picture you’ll see that, with a proper system in place, work will get done thoroughly, on time, and results will be a natural by product of how efficient the system in place is. So what if results aren’t being shown consistently? Or to the desired level? A leader understands that it’s the process that’s most important. One bottleneck could be handicapping an otherwise efficient system and team of people.

A leader is keenly aware that it’s the process that needs to be nurtured and monitored. Results are just a symptom.

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6. A great leader uses passion to motivate and inspire instead of using authority.

As tempting as it is to wield your authority when a deadline is approaching or when better performance is needed, it can only take you so far. In some cases, it can be effective or even necessary to use your authority. Tough love has its place. But again, it can only take you so far and it typically has short term results. People aren’t going to go home with growing respect for a manager that constantly says “do as I say.”

A leader has passion and knows that passion is contagious. Even on mundane projects, a leader can be passionate about the performance of his team, about completing the project and the sense of accomplishment everyone will get out of it.

A leader seeks to use his passion to inspire his team. Inspiration will allow people to take their effectiveness and productivity to new heights, every single time.

7. A great leader actively supports his team instead of handing out assignments.

My business is entirely remote. My students, contractors and colleagues live all over the place. The only way I can see great results with my team is to get in there with them. Everything I teach, I am doing myself. Every assignment that I contract out, I have worked on myself and in many cases will continue to work on and help those contractors out if they need it.

A manager can tend to simply hand out assignments and expect them to be completed. A leader actively supports his team and doesn’t hesitate to help his team out when it’s needed, as opposed to sitting idly by looking at the deadline.

A leader considers himself part of the team, fully interested in the success and well being of everyone on the team.

Do you agree? Disagree? Is there anything that I missed? Please share your thoughts below!

Featured photo credit: http://www.freeimages.com/profile/spekulator via freeimages.com

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Last Updated on September 20, 2018

How to Be Happy at Work and Find Fulfillment in Your Career

How to Be Happy at Work and Find Fulfillment in Your Career

If you’re going to spend 1/3 of our life at work, you should enjoy it, right?

Trust me, I know that’s easier said than done. Difficult coworkers, less-than-desirable tasks, or even just being in the wrong position can all lead to a lack of enjoyment and fulfillment in your work.

But what if I told you it doesn’t have to be this way? Or better yet, if you struggle with all of the above (and then some), what if I told you that enjoying your work and finding fulfillment regardless of those obstacles is possible?

Don’t believe me? I don’t blame you because I was there too. Before implementing the tips below, I struggled to get through each day, much less find real fulfillment, in the office. Now, even after the toughest days on the job, I still come away with feelings of pride, accomplishment, and fulfillment. The best news is, so can you.

If you’re ready to make those hours count and find happiness and fulfillment in the office, then read on to find out how to be happy at work and find fulfillment in your career:

1. Discover the root(s) of the problem

For this first step, we’ll need to think back to 8th-grade physics (humor me). We all know Newton’s 3rd law, “for every action, there is an equal and opposite reaction.” When you think about it, the same can be said outside of physics, and we see this law play out in our daily lives, day after day.

Simply put, all the issues we deal with in the office (and life in general) affect us in a noticeable way.

If you’re appreciated at work, like the work you do and receive frequent praise, promotions, or raises, then this will probably have an altogether positive effect on your life in the office.

But what if we reverse this? What if you feel under appreciated, get passed up for promotions, or get denied raises? This is sure to affect the way you feel at work on a negative level.

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So, before you can implement the steps of feeling happy and fulfilled at work, we first have to discover the reasons why you don’t feel that way already.

Think about it, write a list, or make a mental note. Run through all the reasons you’re dissatisfied in the office, and don’t hold back. Knowing the exact obstacles you’re facing will make overcoming them that much easier.

In fact, as a side-challenge to this article, I recommend picking the top three reasons contributing to your dissatisfaction at work and using the following tips to tackle them.

2. Practice gratitude for an instant uplift

Did you know the simple act of feeling grateful can increase your happiness and make you more fulfilled at work?[1]

Well, it’s true, and it’s scientifically proven.

Dr. Lisa Firestone notes that practicing gratitude “reminds us of what we lacked in the past.” Meaning, it serves as both a boost to happiness and a bit of a wake-up call that things have been or could be, much worse.

Trying to conjure up feelings of gratitude can seem almost impossible when your work situation seems bleak, but hear me out: There are incredibly easy ways to get started and it doesn’t involve trying to “force” yourself to feel grateful about things that stress you out.

For an instant pick-me-up, try this:

Find a loose piece of paper, a blank sticky note, or anything you can write on, be it physical or digital. List just three things that you are absolutely without-a-doubt thankful for in your life.

Now here’s the trick: Don’t just list what you’re grateful for, you have to list why you’re grateful for them, too.

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For example, simply saying “I’m grateful for my kids” will probably make you feel good, sure, but what if we could amplify the warm, fuzzy feeling into real, lasting motivation?

Instead, write the reason you’re so thankful for your children. Is it because they make you laugh and forget about other stressors? Or maybe they help to remind you of why you go to work every day in the first place?

Whatever your reasons may be, jot them down and keep your list somewhere you can see it while you work. A quick glance at your gratitude list throughout the day can provide powerful, positive motivation to keep going.

Bonus:

If you can find just three things to be thankful for that specifically relate to your job, and list why those things make you grateful, your list can also help you find fulfillment in your work itself which can give you an even bigger boost of positivity throughout the day.

3. Take meaningful time for yourself

We all know creating a strong work-life balance can be crucial to feeling satisfied in our jobs, but rarely do we ever address how we’re spending our time outside of work.

Many of us survive a 9-hour work day and commute home only to find ourselves busy with our personal to-do lists, running a household, and taking care of a child (or 2 or 3, and so on).

If you spend all your time working, whether in the office or within your household, you’re going to feel drained at some point. This is why setting meaningful time for yourself every day is highly important.

Look, I get it: I don’t know anyone in the working world who can shun all responsibility for a 3-movie marathon or happy hour with friends whenever they feel like it. But finding time for yourself, be it just 30 minutes to an hour, can really make a difference in how you feel at work.

This works because you’ll have time to actually relax and let the day’s stress melt away while you enjoy something just for you. The to-do lists and stressors will still be there after you’re refreshed and ready to tackle them.

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No time for me-time? Try this:

If you have a busy household, you’ll need to capitalize on a block of time you know will be completely uninterrupted. The easiest way to do this: try waking up 30 minutes to an hour earlier than usual (or push bedtime back an hour if you’re a night owl, like me) and take time to do something you enjoy.

This could be reading with a cup of tea, catching up on Facebook, spending time on a passion project—anything! As long as it’s meaningful to you, it works!

Bonus:

Starting your day with meaningful time for yourself can set you up to have a positive mood that lasts well into office hours, and having your me-time in the evening can give you something positive to look forward to during the day.

4. Get productive and feel accomplished

Don’t you just love the feeling of checking the last item off of a hefty to-do list? That’s because self-motivation can be a huge driver of positivity and success.

When we accomplish something, no matter how small, it makes us feel good, plain and simple. Applying this tactic to your daily work can be the motivator you need to find fulfillment during the daily office grind.

While there are tons of steps to get more done at work, I’ll share my personal favorite: Prioritizing.

Now, many people handle prioritizing differently. Some like to tackle the little tasks first so they can spend focused time on the big to-dos. Others like to knock out the big items first and get to the smaller ones when they can.

No matter which camp you’re in, you may be missing one crucial step: Time management.

So how’s this work? When you factor in the amount of time your priorities will take, it can transform your productivity ten-fold.

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Say you have three top priorities for the day. You might jump into the smaller ones or the bigger ones depending on your preferred method, and then find yourself out of time and bringing work home with you at the end of the day.

This is prevented when you factor in time. Knowing how long each item will take, or deliberately setting specific blocks of time for your priorities can help you accomplish more in the same 8-9 (or 12) hours that you typically spend at work.

Try this:

Take a look at your priorities and consider how long they should take. Pop into your Google calendar (or Filofax, whatever works for you) and schedule time to work on your priority items around any important meetings or events of the day.

The most important thing to remember is to stick to your dedicated time.

Often, when we know exactly how long we have to work on something (and honor this time limit), we’re motivated to get more done on time to avoid taking work home at the end of the day.

The bottom line

There’s no need to waste 1/3 of our lives feeling unsatisfied at work. Luckily, you now have the tools to get started, take back your time, and become happy and fulfilled at work again.

The only question is — which tip will you try first?

Featured photo credit: Ellyot via unsplash.com

Reference

[1]Psychology Today: The Healing Power of Gratitude

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